What Suspected MCAS Taught Me About Neurodivergent Workplaces
Living with an invisible condition has given me unexpected clarity about navigating professional life as a neurodivergent person.
A Paradigm Shift
As a coach supporting neurodivergent professionals, I never expected my own body would one day mirror the same differences I'd been helping others leverage.
My suspected Mast Cell Activation Syndrome (MCAS) – though relatively mild – has fundamentally reshaped how I understand performance, burnout, and workplace design for people whose systems operate with different specifications.
The First Clues
Even as a child, I had distinct responses to things others didn’t – like cinnamon in apple crumble triggering swelling, brain fog, and fatigue. I didn’t have language for it, and my attempts to self-soothe were misread as “coping mechanisms.” So I hid the discomfort – just like many neurodivergent professionals do when masking their efforts to blend in at work.
A Turning Point
In my forties, a new sofa sent my body into overdrive – brain fog, racing heart, exhaustion. It wasn’t a one-off. From scented candles at meetings to poor ventilation at conferences, I began recognising a pattern: my body was providing clear signals when faced with common workplace environments, especially when exposed to stress.
It took years to realise these reactions might be MCAS – when immune cells activate protective responses, releasing chemicals that cause systemic inflammation, sometimes affecting cognition and energy.
What MCAS and Neurodivergence Share
Both MCAS and neurodivergence involve:
Unusual responses to “normal” environments
Unpredictable symptoms often dismissed by others
Stress-reaction cycles that make things worse under pressure
A need for proactive, individualised strategies
And most crucially: both often go unseen, leaving professionals to silently battle challenges while appearing “fine.”
The Workplace Stress Cycle
Workplaces can unknowingly trigger MCAS – perfumes, cleaning products, overstimulation, and stress itself all increase symptoms. Anxiety about reacting can worsen the problem, much like how sensory overload or unclear expectations affect neurodivergent professionals.
Even small triggers can derail performance if they're repeated without mitigation.
My Professional Toolkit for MCAS
Managing my symptoms means planning ahead, just like many neurodivergent professionals do. My essentials include:
Antihistamines and mast cell stabilisers
Environmental adjustments (like requesting fragrance-free spaces)
Communication strategies that advocate needs clearly
Stress regulation tools between meetings
It’s not overkill – it’s what makes sustainable high performance possible.
Five Lessons I Now Share With Clients
Understanding MCAS has strengthened how I support neurodivergent people navigate their workplaces:
Early self-awareness prevents burnout
Clear, specific advocacy works better than vague disclosures
Flexibility is a leadership asset
Validation from community boosts resilience
Hidden differences often fuel innovation
These aren’t just health lessons – they’re career strategies.
A Final Note on Diagnosis
I haven’t received a formal MCAS diagnosis. Many people won’t. But like neurodivergence, lack of a label doesn’t make the experience any less real – or the strategies less necessary.
Transform how you lead
Understanding how your system operates – whether neurological, immunological, or both – can transform how you lead and thrive. My own journey has made me a better coach and leader, not despite these challenges but because of them.
If you’ve faced unexplained professional struggles, I hope this helps you feel seen – and perhaps sparks a new way to understand your own story.
Let’s keep expanding the conversation on what professional inclusion really means.
This post reflects personal experience and is not medical advice. Please consult a healthcare professional for individual concerns.
#NeurodivergentLeadership #MCAS #ProfessionalPerformance #InvisibleDisabilities #NeuroinclusiveDesign